Matter of Bonacorsa v. Koch, 30 N.Y.2d 254 (1972)
An employer can inquire into prior misconduct underlying a youthful offender adjudication when evaluating an applicant’s fitness for a sensitive public position, like a police officer, provided that the misconduct is relevant to the position’s requirements.
Summary
Bonacorsa, a police trainee, was investigated by the Transit Authority after he failed to disclose a prior arrest and youthful offender adjudication on his application. When confronted, he resigned, claiming duress. He then sued for reinstatement, arguing his resignation was coerced and the Authority couldn’t consider his youthful offender status. The court held the resignation issue required a trial, and while youthful offender status isn’t an automatic disqualification, the Authority could inquire into the underlying misconduct to assess his fitness for the police position.
Facts
In 1968, Bonacorsa passed a civil service exam for a Police Trainee position. He was informed that misrepresentation on his application was grounds for disqualification. He completed a questionnaire listing all arrests and police investigations, including juvenile matters. A subsequent investigation revealed he had been arrested in 1967 for criminally receiving stolen property and burglary, pleading guilty to malicious mischief as a youthful offender. He hadn’t disclosed these incidents. Confronted with these misrepresentations in 1969, he resigned.
Procedural History
Bonacorsa filed an Article 78 proceeding seeking reinstatement, alleging duress. Special Term found duress and ordered a trial on whether he knowingly made material misrepresentations. After trial, reinstatement was ordered. The Appellate Division affirmed. The Court of Appeals reviewed the case.
Issue(s)
1. Whether Bonacorsa’s resignation was obtained under duress, thus invalidating it?
2. Whether the Transit Authority could consider Bonacorsa’s youthful offender adjudication, or the underlying conduct, in evaluating his fitness for a police trainee position?
Holding
1. The case was remitted to the lower court to determine if the resignation was obtained under duress. The lower court erred in accepting the applicant’s allegations at face value without a hearing.
2. The Transit Authority can inquire into the misconduct underlying a youthful offender adjudication to assess an applicant’s fitness for a sensitive public position, like a police officer because former section 913-n of the Code of Criminal Procedure does not prevent the employer from considering the illegal and immoral acts which underlie the youthful offender adjudication.
Court’s Reasoning
The court reasoned that a trial was needed to resolve the disputed facts surrounding the resignation. A threat to do something one has the legal right to do (like firing a provisional employee) isn’t duress. Bonacorsa was a provisional employee who could be discharged without a hearing unless the action was arbitrary or capricious.
Regarding the youthful offender adjudication, the court clarified that former section 913-n of the Code of Criminal Procedure (now CPL 720.35) prevents automatic disqualification based solely on the adjudication. However, it doesn’t expunge the underlying misconduct. The court emphasized the public interest in ensuring law enforcement officers possess impeccable character and integrity. Employers must be able to inquire into prior misconduct to assess an applicant’s fitness, particularly for sensitive positions. The court cited examples from other jurisdictions, including California, where expungement statutes didn’t bar inquiries into underlying misconduct when the public interest required it.
The court noted that a public employer should not be barred from knowing about prior misconduct of prospective employees to intelligently pass on their character and integrity, as well as their fitness for the position they seek. In reaching its decision as to the employability of the applicant, the employer may consider the misconduct underlying prior youthful offender adjudications, but only to the extent that such misconduct is relevant to his fitness and qualifications for the position sought.
Even if reinstated due to duress, the Authority could still evaluate Bonacorsa’s integrity, judgment, and general fitness. CPL 720.35 protects the confidentiality of official records but doesn’t prevent employers from requiring disclosure of youthful offender adjudications on employment applications, or commencing their own independent investigation into the applicant’s fitness and qualifications, which investigation could include misconduct and arrests underlying the applicant’s youthful offender adjudication.